HUMAN RESOURCES

MANAGEMENT

prepared by
Humera jardosh(2044)
Suraj dandapat(2022).
HISTORY
Sumul or Surat Milk Union Limited, which is now renamed as The Surat District Co-
operative Milk Producers' Union Ltd, is one among the 17 district unions which acts
as manufacturing units of dairy products for Gujarat Co-operative Milk Marketing
Federation Limited, the marketers of Amul brand of products.
Surat District has been a Pioneer in India in channelling trade in Cotton and Milk
through co-operatives. Before SUMUL stepped in, traditional Private Milk Traders
were dominant in the area.
The private trade was monopolizing the Milk market and exploiting both the Milk
Producers and Consumers alike.
the Surat District Co. operative Milk Producers' Union Ltd., SUMUL is trade name
and literally meaning sound price,
came into existence on August 22, 1951.

VISION AND MISSION

Sumul’s Mission & Vision Statement “WE ARE SOCIALLY RESPONSIBLE
ORGANISATION WITH COMMITMENT TO CONSUMER DELIGHT AND
RESPECT FRO ALL. WE BELIEVE IN GROWTH AND CONTINUOUS
IMPROVEMENT THROUGH TEAMWORK, TRUST &
EXCELLENCE WITHOUT COMPROMISING OUR HONEDTY AND
INTEGRITY”
 HR Objectives:
1. To develop and sustain core values. Sumul believes that the most
2. To develop business leaders from significant resource are its
tomorrow. Human Resource and Sumul’s
3. To provide job contentment Success in the long run depends
through empowerment, very much on the quality of its
accountability and responsibility. human resources. Human
resourceincomprise
Sumul believes that the most significant resource are its Human Resource and Sumul’s Success the long the
run aggregate
depends very
To build
4. much andquality
on the upgradeofcompetencies
its human resources. Human resource comprise the aggregate ofofemployee
employeeattributes including
attributes including
knowledge,
through skill,virtual
experience learning, knowledge,
and health, which are presently available to the organization skill, experience
for the achievement of itsand
goal,
objectives and service to the society health, which are presently
opportunities for growth and available to the organization for
providing challenge in the job. the achievement of its goal,
objectives and service to the
5. To foster a climate of creativity, society
innovation and enthusiasm.
6. To enhance the quality of life of
employees and their family.
HUMAN RESOURCES ACTIVITIES: EMPLOYEE DEVELOPMENT ACTIVITIES
1. Washing facilities
2. Store & Drying facility
3. Canteen facility
4. Rest room
5. First aid facility
6. Vehicle parking space
7. Accommodation
8. Vehicle loan: It is given to Employee / Executive only.
9. Department stores: “KAMDHENU” department store is in the staff ready credit society / Staff
Quarters to purchase all necessary items at economic rate for employee.
10. Uniforms, Shoes and Raincoats:
11. House rent recovery:
RECRUITMENT SOURCES AND STRATEGY

 Recruitment Process:
1. HR Department receives requisitions.
2. Locating and developing the sources of required number and type of employees.
3. Identifying the prospective employee.
4. Communicating the information.

 Generally, two types of SOURCES are used in the Organization:

1. Internal Recruitment:
• Present Permanent Employees
• Employee Referrals
• Former Employee
2. External Recruitment:
• Direct Interview: By giving advertisements in the newspapers
• Employment exchange: These agencies are providing a wide range of services, counselling
assistance in getting in getting jobs, information about the labour market, labour and wage
rates.
• Campus interview
• Advertisement
 3.BA / B.COM / M.COM / M.A
(general) MSW / MRM /MRS of
Gujarat Vidyapeeth and C Grade
4..B.Sc. / M.Sc. / Diploma Engineers B
Worker similar non – University
Grade Workers. Apprenticeship Lab
Institutions.
assistant for 1yr 3 months for B.SC &
2.Professional
M.SC; 1yr for Diploma Eng. Then 2/3
Qualification E/F
Grade Worker yrs. as trainee technician, than based on
(Boiler Attendant) appraisal Appointed as Technician B
Grade

1.S.S.C / H.S.C Attendant

Operator Dairy (AOD) – G
5.BBA Management Trainee
Gr.Worker, based on their
for 1yrs .Jr. Assistant M.SC
appraisal report, selected as
(Agriculture) /MRS /MRM
tempory worker. After total 5
/MSW /MLW/ MBA/ B. Tech
yrs. of work, may be selected as
(DT) / MCA / M.E appointed as
G-Grade Worker.
senior officer.
RECRUTMENT
POLICY
 SELECTION STRATEGY AND
CRITERIA:
1. organization to organization and from job to
SELECTION job.
2. Vacancy in any department
3. Approval from M.D
4. Advertisement
5. Collection of application
6. Securitize the application
7. Interview
8. Medical check-ups
HR
9. Selection
PLAN For Executives:
Written Test - Aptitude test - Subject test
EXECUTIVE NON- Group Discussion
EXECUTICE Interview
Final selection
For Non-Executives:
Written Test
Final interview
Final selection
TRAINING POLICES AND METHOD:

Identification of need of Training

↓
Module Preparation
↓
Selection of Employee for the Training
↓
Training
↓
Feedback
Need for Training:
1. Job Requirements.
2. Technological Changes.
3. Organizational Viability.
4. Internal Mobility
Training is given in 3 Categories as:
1. Management Training.
2. Office Training
3. Senior Executive Training
PERFORMANCE APPRAISAL:
“Performance appraisal is the systematic, periodic and an impartial rating of an employee’s excellence in matters
pertaining to his present job and his potential for a better job”.
A higher – level manager appraise the employees for their performance. In Smul various attributes consider for the
appraisal of employee.

• Job knowledge
• Work output
• Quality of work
• Interest in work
• Initiatives
• Past records
• Seniority
Promotions and Transfer Policy
Promotion Policy: The Management Trainees are given 6 month training and later on if they perform well are
promoted as revisionary and after one year they are confirmed. Moreover promotion is given on the basis of
education obtain by different personnel. Transfer policy: There is not any policy for transfer, but managing director
of the organization generally takes the transfer decisions.
 WAGE & SALARY STRUCTURE:
POST GRADE PAY
SCALE

Managing Manager 21000-

Director 28000

• Leave Travel Allowance (LTA)

• Washing Allowances (WA) General Manager 15000-
• City & Travel Allowance (CTA) Manager 21000
• Shift Allowance (SA) Shift
• Visiting Allowance (VA)
• Bicycle Allowance (BA)
• Scooter Allowance (SA)
Assistant Manager 7000-15000
• Driving Allowance (DA
• Other Components: General
• Bonus (8.33% of BASIC +DA+ADA) Manager
• Funeral Fund Rs.3000 to the ward and family of the dad. Every month
Rs1/- of all higher executives salary is maintained for this fund.
Assistant Worker 2500-10000

Senior clerk 5000-6000

clerk
  QUALITY POLICY
“We at sumul dairy, are devoted, dedicated and motivated workforce trained to ensure consistent supply of good quality
and safe milk and milk products to achieve highest level of customer satisfaction.
We will achieve this by monitoring and up gradation of procedures and process applying scientific innovations

 APPLICABLE LAW FOR HR

 Equal employment opportunity

Individuals covered under Equal Employment Opportunity (EEO) laws are protected from illegal discrimination, which occurs
when people who share a certain characteristic, such as race, age, or gender, are discriminated against because of that
characteristic. People who have the designated characteristics are called the protected class. The main purpose of the EEO laws
is to ensure that everyone has an equal opportunity of getting a job or being promoted at work.

 Affirmative action
While EEO laws aim to ensure equal treatment at work, affirmative action requires the employer to make an extra effort to hire
and promote people who belong to a protected group. Affirmative action includes taking specific actions designed to eliminate
the present effects of past discriminations.
Employees are also protected by the Equal Employment Opportunity Commission (EEOC), which was established through
the 1964 Civil Rights Act, Title VII
 Sexual harassment
Few workplace topics have received more attention in recent years than that of sexual harassment. Since Professor Anita Hill
confronted Supreme Court nominee Clarence Thomas on national television over a decade ago, the number of sexual
harassment claims filed annually in the United States has more than doubled. Sexual harassment is not just a woman's problem
Thank You